“The Great Resignation” or the War for Engagement?
For years now, organizations have devised numerous methods of retaining employees while keeping them at the office — from free lunches to arcade games to beer on tap, typically in a common area that looks like a whole lot of fun to hang out in. But according to Axios, it’s actually engagement — as opposed to perks and even pay — that keeps the best and brightest from leaving their jobs. And this has never been more evident than during “The Great Resignation.”
Meanwhile, as Fortune reports, “‘The Great Resignation’ has taken some employers by surprise. Nearly two-thirds of US workers are looking for a new job . . . Employers looking to stop the exodus should pay attention: Much of the onus is on them to give workers better reasons to stay.”
According to studies done by Gallup, employees seek jobs that allow them to have personal development, a sense of purpose, and enhanced interpersonal relationships with colleagues. Additionally, employees want to feel that their opinions count and that their employers are listening to them. Ultimately, they want to work for organizations they can trust, that offer transparency, and encourage cultures of diversity and inclusion.
For years now, Skild has crafted innovation challenges on a foundation of employee engagement, understanding that . . .
Highly engaged employees are 38% more likely to have above average productivity.
Companies with engaged employees outperform those without by up to 202%.
Highly engaged business teams result in 21% greater profitability.
Companies with engaged employees vs. competitors with low engagement levels experience 2.5X more revenue growth.
$11 billion is lost annually due to employee turnover.
Highly engaged employees are 87% less likely to leave the company they work for than their counterparts.
When it comes to establishing trust and making meaningful connections, organizations frequently turn to innovation challenges, since they’re a fresh way to recruit employees and help them to develop skills that can be used long after the challenge program ends.
Employee engagement means employee buy-in, which is the transformational ingredient that turns a clock-punching approach into one of investment, commitment, and evangelism. When people are called upon, encouraged to creatively collaborate, and make their voices heard, they no longer feel that they work for the organization, but rather with the organization — and for the greater good.
It shouldn’t take a “Great Resignation” for organizations to make meaningful connections with their most valuable assets. Skild is in the business of helping them to do just that.
Contact us to learn more about our proven employee engagement programs.
